4/11/21 11:47 AM
Internal Representation & Support
To evaluate this pillar, we take into consideration a range of factors, including but not limited to:
- Employee representation
- Diversity, equity, & inclusion (DEI)
We weigh a company’s degree of public commitment primarily on their monetary contributions to DEI matters or organizations fighting racial injustice.
Forms of monetary support we look for:
Employee donation matching
We have not identified any notable highlights for this company.
While Victoria's Secret has donated and issued statements in support of racial justice, the company has in years past demonstrated a fundamental lack of sensitivity regarding social justice issues, from its mostly white, male leadership to its history of cultural appropriation during fashion shows.
We scour the company’s website and official social media channels to determine what message they are sending around racial injustice, how they are communicating it, and whether their communications are perceived as genuine or performative.
Public statement: We verify that companies have made a formal statement regarding racial injustice.
Social media: We consider how a company uses their platform(s) beyond performative allyship.
Representation: For companies that have the opportunity to showcase diversity in their feed, we consider whether they have adequate Black representation and BIPOC representation across their models.
I. Internal Representation & Support:
Board of Directors:
> 15% Black, 16% - 20% BIPOC, 46% - 50% Women
0% (none) Black, 0% (none) BIPOC, 11% - 20% Women
Information not publicly available
An appointed DEI senior leader and/or a dedicated DEI organization, A Black employee resource group